- Determine your value proposition: What attracted your current drivers to your company and why do they like working with your organization? If you haven’t done so recently take a few minutes and ask a few of your best drivers. You may be surprised what you hear. And it will help you to better determine the value proposition that you can use in your recruitment messaging.
- Use employees in your employment branding: If you are not using your employees in your employment messaging you are missing a golden opportunity. Adding a face to your organization through your employees will provide you with an advantage in recruiting top talent.
- Tap their talent networks: It’s no secret that having a Referral Program at your company can be a great way to tap into your employees’ own networks to find qualified candidates. That said, be sure to focus rewards on results as opposed to just activity. It’s possible to expand the reach of your referral program by utilizing a recruiting company that specializes in communication with a network of drivers. I’ve had great success with Apex Recruiting Solutions.
- Hold periodic referral contests: Set specific beginning and end dates. Two or three months is a reasonable period. Keep a running tally of the latest numbers, and post results somewhere your drivers can access them—like your website or your Facebook page. Offer small prizes (and recognition) for your weekly leaders on a weekly basis, and Grand Prizes for your overall leaders at the end of the competition.
- Give your drivers referral cards. If you can afford to personalize cards for each driver, all the better—because they’ll be a lot likelier to hand them out. The point, though, is that you should make it as easy as possible for drivers to make (and get credit for) referrals.
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